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Write Inclusive Job Posts Everytime With These Simple Tips

Composing an inclusive job posting helps ensure your hiring practices make space for people from underrepresented or marginalized groups. Check out this quick read to learn about the basics of a well-written and inclusive job posting.
Rocco Savage
Head of Growth

Before you write your next job post, remember that a good job posting:

Is between 330 and 600 words. To break up large blocks of text, use bullet points (but avoid over-bulleting. Aim for no more than 6 at a time.

Asks 2-3 questions. This piques your audience's curiosity and makes them envision themselves in the position, helping them decide whether you are the right fit for them.

Uses "you" and "we" language instead of phrases like "the ideal candidate" or "successful candidate". These latter constructions make the position already seem out of reach and cast doubt on an applicant's qualifications.

Uses gender-neutral language. By avoiding gendered language and gender-specific pronouns, the demographics that apply to your position will expand.

Is clear. Avoid corporate jargon, clichés, and other phrases that allude to a toxic work environment. Words with aggressive or competitive connotations should also be avoided.

Strikes a professional but friendly tone by avoiding overly cold or formal phrasing.

Offers a salary or hourly range. This demonstrates how you value your applicant's time and work upfront and prevents people from marginalized groups from being taken advantage of during later stages of the hiring process.

Focuses on real benefits, like employee resource groups, health insurance, retirement saving, and childcare. Don't mention trendy perks as these can isolate your job posting to younger applicants. (Steer clear of references to alcohol, partying, and video games.)

Is upfront and clear with challenging aspects of the job. For example, if long hours are sometimes required, explain why and offer the typical hours each week and how much notice employees will have in instances where more working time is necessary.

Is positive and avoids the overuse of negative construction formats. Rather than telling applicants what your company isn't, show them all the things that make your team such a great place to work.

Is only inclusive of true requirements for the position. If a skill or method can reasonably be learned on the job or during the first few months of work, do not list it as a requirement. Also, be wary of unnecessary job requirements like specific degrees. Artificially circumscribing your applicants closes the job to people who could bring extremely valuable experiences and skills from nontraditional education or career paths.

Avoids "standing for long periods of time" or "owning a car" when they aren't actually necessary or if an accommodation would open that aspect of the job up.

Uses a custom EEO statement. Rather than a boilerplate statement, work with HR to develop and articulate your company's values about diversity, equality, and inclusion. Keep it positive, and consider also expanding your coverage beyond legally protected groups. Gender expression, marital status, and body size are examples of vulnerable identities not covered by the Equal Employment Opportunity Commission.

Keeping these simple guidelines in mind as your company searches for new talent will help you write a job posting you and your brand can be proud of, as well as ensure you’re reaching the right people for the role. For further guidance on inclusivity, contact

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